EXAM 2 Employee Onboarding Flashcards
Socialization
Processes through which the org transmits its expectations
- Outsiders to insiders
- Communicating expectations
Joint & ongoing processes
2 way street, anytime there’s a change
Outcomes of socialization
- Know job
- Know role
- Good relationships
- Buy into culture
Socialization process
Anticipatory -> Encounter -> Settling in -> Productivity, commitment, retention
Employee orientation
Activities that introduce new employees to organization, job, managers
Topics covered during orientation
- Who people are
- Rules
- Equipment
- Safety
- Tour
- Mission, values, goals
- History
Purpose of orientation
- Make comfy
- Lay of the land
- Reduce uncertainty & chaos
- Productive faster
- Reduce turnover by 50%
Improving orientation
- Get feedback
- Spread out (multiple days)
- Interactive
- Reference material & handbook
- Send material ahead of time
Training
Planned experiences designed to teach specific job behaviors
When is training used?
Change, low performance, promotion
Benefits of training
High efficiency, productivity
Lower turnover
Training process (ADDIE Model)
(Needs) Assessment -> Design -> Development -> Implementation -> Evaluation ->
(Needs) assessment phase
Determine training needs
- Organizational analysis (understanding company’s goals & strategies)
- Task analysis (job level responsibilities)
- Person analysis (who needs to be trained?)
Design phase
Identify training objectives
- Performance (demonstrate what?)
- Conditions (resources to use, environment?)
- Criteria (quantity, quality, time?)
Development phase
- Cognitive ability (able to learn?)
- Self-efficacy (believe they can learn)
- Motivation to learn
- Whole learning
- Use trainees’ experiences
- Practice
- Immediate feedback
- Reinforcement
Development phase: Ensuring transfer of training
Training program
Manager support
Coworker support
Self management
= Transfer of training
Transfer of training
Ultimate goal of training
Taking training & using @ job
Development phase: Select methods
On-the-job training methods
Off-the-job training methods
On-the-job training
Shadowing
Apprenticeship (2-5 yrs, 1:1 w/ expert)
Internship
High transfer of training
Off-the-job training
Lecture
Video
Simulations (best)
Behavior modeling
eLearning or computer based
Implementation phase
Conduct pilot program (test on small group)
Revise content
Schedule
Announce (marketing, purpose?)
Launch
Evaluation phase
Reaction (Easiest, least valuable) most companies
Learning (post-test, pre-test)
Behavior (use it?)
Results (Hardest, most valuable)
